I hope that all of you will be quite
well. This is to inform you that today (07.05.2016), a meeting held with
Hon’ble MoS, DoP&T Dr. Jitendra Singh, attended by Shri Sadhu
Singh, Shri Virendra Sharma along with other office bearers of Railways,
Postal, Autonomous Bodies under the leadership of Shri Pawan Kumar,
Regional Organizing Secretary Bharatiya Mazdoor Sangh.

Hon’ble MoS has assured that the
Government of India is considering positively to enhance the minimum
pay, multiplying factor of 07th CPC. But exact amount / number would be decided / declared by the Cabinet Committee.

He further assured that DoP&T is
actively considering for grant of one time relaxation for compassionate
appointment in Ministry of Defence.

For payment of Bonus arrears to Central
Government employees, he is going to write a letter to finance Minister,
Govt of India to issue necessary directives.

7th Pay Commission – Cabinet Ready to Accept Secretaries Group Recommendations – The finance minister on the personnel side, will take care of higher take away better than the 7th Pay commission recommendations. A 13 members secretary-level Empowered Committee or Secretaries group, led by cabinet Secretary P K Sinha was formed in January to review

7th Pay Commission – Cabinet Ready to Accept Secretaries Group Recommendations – The finance minister on the personnel side, will take care of higher take away better than the 7th Pay commission recommendations.

A 13 members secretary-level Empowered Committee or Secretaries group, led by cabinet Secretary P K Sinha was formed in January to review the recommendations of 7th Pay Commission before cabinet nod and the Secretaries group is likely to submit its report before June 30.

The 7th Pay Commission headed by Justice A K Mathur proposed the highest salary at Rs 250,000 and the lowest at Rs 18,000. The commission also recommended 14.27 per cent increase in basic pay, 23.55% overall increase in salary, allowances and pensions. The increase in allowances was recommended 63% while pension was proposed to rise 24%.

The move was the lowest increase in 70 years.

A Senior official in Finance Ministry, familiar with the 7th pay commission matter said in anonymous, the Finance Minister Arun Jaitley is sure that his Ministry will be able to find the money to back the cabinet the pay plan of central government employees.

“The finance minister on the personnel side, will take care of higher take away better than the 7th Pay commission recommendations,” the reliable sources added.

The Secretaries group is likely to propose 30 percent basic pay raise instead of 14.27 per cent as a way to both boost central government employees’ take home pay and its efforts to fight inflation that year by year surges to a very high.

The central government employees pay raise is expected to be tied to the anticipated rise in private sector wages in the upcoming months.

The previous 6th Pay Commission had recommended a 20 per cent hike, which the then government doubled while implementing it in 2008.

Sources said that the higher pay raise is needed for the central government employees to stay competitive in purchasing power and inflation.

“The central government employees, by practice are entitled to a 30% pay increase in their income and the ministry will take the proper step in ensuring that they do receive it,” reliable sources added.

Finance Minister Arun Jaitley has also been provisioned Rs 70,000 crore in the Union Budget 2016-17 to meet the demand for the 7th Pay commission award that is expected to be effective from January 2016.

The central government employees are expected to get their pay hike from July after cabinet nods to the recommendations.

The average NPS fund has given 100-125 basis points more than what the retirement savings of the estimated 3.7 crore EPF subscribers have earned during this period.

NPS Subscription earns double digit yearly returns for the past 5 years which comparatively higher than EPF interest rates – Central and state government employees covered by the scheme earned between 9.3% and 10.15% during this period.

If the 5 basis point hike in interest rate of the Employees’ Provident Fund (EPF) made subscribers smile, those covered by the New Pension System (NPS) must be laughing.

Most NPS investors earned double-digit returns in the past 3-5 years. Central and state government employees covered by the scheme earned between 9.3% and 10.15% during this period.

The performance of individual schemes is not very helpful because NPS investors put money in a combination of funds. Therefore Economic Times studied the blended returns of four different combinations of the equity, corporate debt and gilt funds. Ultra-safe investors are assumed to have put 60% in gilt funds, 40% in corporate bond funds and nothing in equity funds.

A conservative investor would put 20% in stocks, 30% in corporate bonds and 50% in gilts. A balanced allocation would put 33.3% in each of the three classes of funds while an aggressive investor would invest the maximum 50% in the equity fund, 30% in corporate bonds and 20% in gilts. The table shows the average blended returns of the seven pension funds.

Admittedly, the short-term picture of the NPS is not very encouraging because of the negative returns from stocks in the past one year. Aggressive investors have earned less than 3% and balanced investors made only 4.93%, though ultra-safe investors who stayed away from stocks got 8.89%.

But the long-term picture is different. On average, gilt funds have given 9.75% annualised returns while corporate debt funds have churned out more than 11% in the past five years. As a result, the average return for ultra-safe investors in the past five years is in double digits.

The average NPS fund has given 100-125 basis points more than what the retirement savings of the estimated 3.7 crore EPF subscribers have earned during this period. “Even a 100 basis point higher return can make large impact on the corpus in the long term,” says Sumit Shukla, CEO of HDFC Pension Fund.

Will the good times continue for gilt funds and corporate bond funds? Experts say this trend will not stay forever. “NPS is a long-term investment and the bonds are predominantly held to maturity. Over a longer period, the portfolios will deliver returns similar to the yield-to-maturity of the bonds in the portfolios,” says Manoj Nagpal, CEO of Outlook Asia Capital. The average yield-to-maturity of the bonds is roughly 8.4%, which is higher than the PPF rate but lower than what the EPF offers.

Should you switch from EPF to NPS?

This raises the critical question: should you switch from EPF to the pension scheme? The proposal to switch from EPF to NPS was announced in last year’s budget and this year’s budget extended a onetime tax exemption to such a shift.

A legislation to amend the Employees’ Provident Fund & Miscellaneous Provisions Act has already been framed and is lying with the Law Ministry. The amendment allows EPF subscribers to make a one-time switch to the NPS. Once he shifts to NPS, the employee will have a one-time chance to return to the EPF fold.

But experts believe it may not be a wise move to shift your retirement savings to the NPS because of the difference in tax treatment. While the EPF corpus is completely tax free, this year’s budget has proposed to make 40% of the NPS tax free.

Pension Fund Regulatory and Development Authority (PFRDA) chairman Hemant Contractor says there should be tax parity in all retirement products.

“Why would anybody want to shift his money from the fully tax-free EPF to the NPS where only 40% of the corpus will escape tax? If there is parity in the tax treatment, a lot of subscribers would shift from EPF to NPS,” he told Economic Times recently.

For investors, the tax benefits are an important consideration. The new tax deduction offered on the NPS attracted investors in a big way in 2014-15, with almost 1.2 lakh new voluntary accounts opened during the year. Within nine months, the assets under management of funds for the private sector shot up more than three-fold from Rs 6,361 crore in April 2015 to touch Rs 20,261 crore by December 31, 2015.

Financial advisors see another problem in the NPS. At least 40% of the maturity corpus has to be put in an annuity to earn a monthly pension. Annuity rates in India are very low compared to what other options can offer.

The Senior Citizens’ Saving Scheme, for instance, gives 8.6% returns compared to 6.75% offered by annuities that return the principal after death. The PFRDA wants that the investor should be allowed to look beyond annuities.

A copy each of Orders
No.(i)1/13(3)/2016-LS.II, (ii) 1/13/(4)/2016-LS.II, (iii)
1/13/(5)2016-LS.II, (iv) 1/13/(6)/2016-LS.II and (v) 1/13/(7)2016- LS.II
dated 31.01.2016 revising the rates of variable dearness allowance for
contract workers engaged in (i) Construction or maintenance of roads or
in Building operations etc. (ii) Stone mines for Stone breaking &
Stone Crushing, (iii) loading and unloading operations in railway goods
sheds, parcel offices of Railways, (iv) Employment of Sweeping and
Cleaning excluding activities prohibited under the Employment of Manual
Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993 and
(v) employment of Watch and Ward respectively is sent herewith for
information and strict compliance. The rates are applicable w.e.f.
01.04.2016.

2. Railways, being Principal Employer
are required to ensure that the contractors are complying with the
provisions of the Contract Labour(R&A) Act, 1970 and Minimum wages
Act, 1948 strictly and arranging prescribed minimum wages to the
contract labourers.

3. This issues with the concurrence of the Finance Directorate of Ministry of Railways. Please acknowledge receipt.

New Delhi: With the delay in
implementation of 7th pay commission, every day the media gets abuzz
with some information on its recommendation and on the various ways in
which it can benefit crores of Central government employees.

Fresh in the buzz is that the review
committee, which was set up to study the recommendations of the 7th pay
commission is likely to propose a simpler pay structure.

This will make the pay band more
understandable. As per media reports the review committee has suggested
that the new pay structure be a single-tier band, where the component of
the salary will not be made up in two parts as is the practice — one is
the pay band and the other being the additional grade pay.

The government had set up the
high-powered panel headed by Cabinet Secretary P K Sinha to process the
recommendations of the 7th Pay Commission which will have bearing on the
remuneration of 47 lakh central government employees and 52 lakh
pensioners.

The government has earlier stated that
implementation of new pay scales recommended by the 7th Pay Commission
is estimated to put an additional burden of Rs 1.02 lakh crore, or 0.7
percent of GDP, on the exchequer in 2016-17.

1. OBJECTIVE
Kendriya
Vidyalaya Sangathan shall strive to maintain equitable distribution of
its employees across all locations to ensure efficient functioning of
the organization and optimize job satisfaction amongst employees. All
employees are liable to be transferred anywhere in India at any point of
time and transfer to a desired location can’t be claimed as a matter of
right. While effecting transfers the organizational interest shall be
given uppermost consideration and that the problems and constraints of
employee shall remain subservient.

2. DEFINITION

S.No

Terms

Explanations

1

Tenure

The
term shall be applicable only in respect of Hard/Very Hard/ NEF
Stations: 02 years for Very Hard and 03 years for Hard & NEF
stations to be reckoned on 30th June of the year.Clarification:-Tenure
of 03 years in the case of Hard and NER Stations shall not be
applicable to those employees who have been posted earlier with 02 years
tenure. The new tenure of 03 years shall be made operative for
employees transferred/ posted w.e.f. 2016-17.

2

Hard/ Very Hard Station

As
notified by the KVS from time to time. The existing list of places
would continue to operate when these guidelines come into operation.

3

Physically Challenged Employee

Those
who are in receipt of Conveyance Allowance at double the rate
prescribed for other employees or any employee with more than 40%
disability on production of Medical Certificate from Govt. Hospital
issued by competent Medical Authority/ Board.

4

APAR

Annual Performance Appraisal Report.

5

Organization

Kendriya Vidyalaya Sangathan or any office or school under its administrative control.

6

Location

A Kendriya Vidyalaya or any other office of KVS located in a place.

7

Station

A
city/ town/ metropolis as notified by the KVS with a unique three digit
code. More than one Kendriya Vidyalaya/ Office can be located at a
station.

8

MDG

Separately defined in Annexure – I.

9

DFP

Incidence of Death of Spouse/ own Son/ own Daughter, if occurred in the last two years as on 30th June of the year.

10

LTR

Retirement due within next three years as on 30th June.

11

Transfer Count

Total score of points allotted to different factors relevant for a request transfer as per clause 10.

12

Displacement Count

Total
score of points allotted to different factors that determine the
displacement of an employee from a station as per clause 6.

APPLICABILITY & TRANSFER PROCESS

The
guidelines shall be applicable to all categories of Teachers,
Librarian, Head Master, Assistant and all Group C employees. Transfer
shall be effected in the light of provisions contained in clauses
5,6,7,8,9,10 and 11 of the guidelines, wherein criteria on the basis of
assigning appropriate points to relevant factors of transfer and using
the cumulative score as the basis of transfer, has been prescribed.

As
far as possible KVS will invite Annual Transfer Applications through an
ONLINE process. Annual Transfers will also be operated on the basis of
computer database.

All Transfer orders during Annual Transfer will be displayed on the website of the KVS (HQ).

TYPES OF TRANSFER

Transfer
may broadly be classified in two types, viz., Administrative Transfer,
which the KVS orders suo motu in the exigencies of service and
administration and in public interest, and Request Transfer which is
effected bases on the request of an employee.

ADMINISTRATIVE TRANSFER OF EMPLOYEES

Through such transfer KVS shall ordinarily :

Redeploy surplus staff in excess of sanctioned strength at a location to other location against sanctioned vacancies.

Post employees in Hard/ Very Hard/ NER stations.

Displacement
of an employee from a location to accommodate the request of an
employee who is LTR/DFP/MDG/PH employee/Widow/Single Parent.

Transfer
of Non-teaching staff upto Assistant in KVS and other offices of KVS
after completion of a tenure of 05 year in a KV and / or 10 years
continuously on a station in the same post. Not more than 1/3rd
of such employees shall be transferred in a year and further that the
longest serving employee against this norm shall be transferred first.

Note:- This Provision has been kept in abeyance due to stay granted by the Hon’ble CAT Ernakulum Bench in the matter.

FACTORS, POINTS AND CALCULATION OF DISPLACEMENT COUNT OF AN EMPLOYEE FOR DISPLACEMENT TRANSFER :-

Displacement
Count of an employee shall be computed by assigning appropriate points
to such appropriate factors considered material for displacement as per
the following :-

S.No

Factors

Points (2016-2017)

1

Stay at a station in the same post as on 30th June in complete years.Clarification:

Period of absence on any account shall also be counted for this purpose.

If
any employee returns to a station X on request after being transferred
from X within three years (three years for NE/ Hard station & 02
years for Very Hard station), the stay of such an employee at X shall be
no, of years spent at X before being transferred plus no. Of years
spent after coming at X. However, if an employee returns to station
after a period of 02 years for Very Hard and & 03 for Hard/ NE
station the stay shall be counted afresh.

+2For each completed year

2

Annual Performance Appraisal Report Grading for the last two years.

+2for each below average grading

3

Employees below 40 years (as on 30th June of the year) who have not completed one tenure at hard/ very hard/ NE stations (During entire service on any post).

Y/N(Indicate Y for Yes and N for No)

4

LTR/DFP/WIDOW/SINGLE PARENT/MDGClarification :-If an employee qualifies for more than one ground the points shall be limited to a maximum of (-) 50 only.

-50

5

Spouse, if a KVS Employee and posted at the same station

-20

5(a)

Spouse, if a Defence employee or Central Paramilitary forces posted at the same station.

-18

6

Physically Challenged employees.

-60

7

Spouse, if a Govt. Sector Employee and posted at the same station.

-15

8

Woman employee who is not spouse of a KVS/ Defence/ Govt. Sector employee

-6

9

Members of recognized associations of KVS staff who are also members of JCM at KVS regional offices and /or KVS Headquarters.

-25

10

Award winning employees :(a) National award given by the President of India(b) KVS National Incentive award(c) KVS Regional Incentive AwardClarification :-If an employee has won any two or all the three awards then the maximum concession of marks shall be given as – 6

–6-4-2

11

Displacement Count

Total score of all the points

METHOD FOR ADMINISTRATIVE TRANSFER

Administrative
transfer under clause 5(a) shall be effected in the decreasing order of
displacement count of employees holding a post at station to eliminate
surplus staff and such staff shall be accommodated against clear
vacancies.

Administrative transfer under clause 5(b) shall be
effected in the decreasing order of the displacement count of employees
holding a post to fill up anticipated vacancies in hard/ Very Hard/ NER/
other desired stations to a desired extent. As regards 5(c), to
transfer an employee, as defined in clause 11(a), to a desired
station(s) mentioned in his/her request application form, an employee
holding the same post with the highest displacement count, subject to
not being below D1 as prescribed herein below at the relevant station(s)
in the order of preference indicated by an employee, shall be liable to
be displaced in the event if, there is no clear vacancy at the
station(s). However an employee seeking request transfer within same
station can apply for KVS choice but such transfer will be considered
only against vacancy and this will not affect station seniority of the
employee and will be liable to be transferred/ displaced in public
interest.

While displacing an employee in such manner an effort
would be made to post such an employee against a choice station
indicated in annual transfer application proforma failing which to the
nearest vacancy against a clear vacancy. In case of a tie in the
displacement count of employees the male employee shall be displaces. In
case of a tie between the employees of the same gender the employee
with earlier date of joining in present station in present post shall be
displaced and in case date of joining also coincided for two or more
employees then the youngest employee shall be displaced.

Provided,
a cut off mark D1 on Displacement Count may be prescribed on year to
year basis below which an employee shall not be displaced in a
particular year except under clause 5(a) 5(c) and to accommodate an
employee who has completed tenure in NER/Hard/Very Hard station.

Provided,
more factors can be added/ deleted and points allocated for different
factors can be altered on year to year basis to remediate any imbalance
resulting in transfers. Changes shall be notified well in advance before
inviting transfer applications.

Provided, an employee with a
higher displacement count can be retained if the employee’s services are
absolutely crucial in the organizational interest. In such eventuality
an employee with next lower displacement count shall be liable to be
displaced.

Provided, exemption for one year at a time can be
given to an employee or group of employees from displacement for such
period owing to circumstances or such other administrative exigencies
justifying such exemption.

KVS employees whose children are likely to appear in class XII Board Exams in the transfer year will get exemption of one year.An
Employee who has disabled dependent child may also be considered under
this provision on the production of Medical Certificate issued by the
competent authority. (For list of disabilities see 11 (e).

Provided,
an employee can be transferred from a location if the employee’s stay
has become prejudicial to the interest of the organization at any point
of time.

Provided further, an employee can be transferred to a
location in administrative exigencies without having any regard to the
displacement count of the employee.

Provided, an employee can be
transferred in public interest from a location to another Location/
station having low staff strength in the same region in the descending
order of displacement count after the completion of annual transfer
process.

An employee, being surplus and redeployed at
some other station under Para 5(a), may be considered for coming back
within one year, if vacancy arises later on at the same station from
which he/she was transferred out. In the case of more than one such
surplus redeployed employees from the same station, the junior most
employee in terms of stay at the previous station shall be given first
priority, Provided, that he/she makes request for the same.

Employees below 40 years of age (as on 30th
June of the year) who have not completed one tenure at hard/ very hard/
NE stations in continuous span in service and not presently posted to
such stations and have completed one year stay at present station in the
present post, in their decreasing order of Displacement Count can be
posted in Hard/ Very Hard/ NER stations Choice stations, if any, for
posting in Hard/ Very Hard/ NER station may be indicated in regular
annual transfer application. Employees may opt for a posting at hard/
very hard/ NER station. KVS shall post them to such location in a
transparent manner as per prescribed calendar of activities. Such
transfer though on request shall be treated administrative in nature in
accordance with clause 5(b) above.

REQUEST TRANSFER OF EMPLOYEE

Request
transfer shall be effected as per the prescribed calendar of
activities. Transfer on request shall be effected on the basis of
“Transfer Count” of an employee computed by assigning appropriate points
to factors considered relevant for transfer. An employee on initial
posting on recruitment is normally barred from applying for request
transfer for one year in terms of the appointment order. An employee
will not be eligible for request transfer twice in an academic year.

FACTORS, POINTS AND CALCULATION OF TRANSFER COUNT OF AN EMPLOYEE FOR REQUEST TRANSFER :-

S.No

Factors

Points (2016-2017)

1

Active Stay at a station as on 30th
June for all stations (Periods of continuous absence of 30 days or more
at normal station and 45 days for more at Hard/ Very Hard/ NER
stations shall not be counted.)Clarification:-An employee whose transfer order is issued on or after 20th
June will be provided a relaxation of 25 days for delay in joining at
Hard/ Very Hard and NER station to compute the tenure. The period of 25
days includes period of availed joining time and leaves, if any taken
together.

+2For each completed year

2

Annual
Performance Appraisal Report Grading for the last two years. If the
report for any of the last two years is not written or is unavailable no
point shall be given for the relevant year(s).

+2for outstanding grading for each year

3

Award winning employees;(a) National award given by the President of India(b) KVS National Incentive award
(c) KVS Regional Incentive Award
Clarification :
If an employee has won any two or all the three awards then the maximum concession of +6 marks shall be given.

+6+4
+2

4

Spouse if working in KVS at the requested station or within 100 km.

+20

4(a)

Spouse if working in Defence at the requested station or within 100 km

+18

5

Spouse if working in Government Sector at the requested station or within 100 km

+15

6

LTR/DFP/MDG/Widow/Single
Parent. If an employee qualifies for more than one ground the points
shall be limited to a maximum of +50 only.If an employee qualifies for
more than one ground the points shall be limited to a maximum of +50
only. Further, if an employee has already secured a request transfer in
previous year(s) on the basis of these additional points the points
shall not given again.

+50

7

a)
Completion of tenure in Hard/ NER stations (03 years)b) Completion of
tenure in Very Hard stations (02 years). Counts shall be given only when
an employee applies for transfer just after completing the tenure at
Hard/ Very Hard/ NER station(s). The maximum points under the head shall
remain +55/+60 only.Clarification :-Tenure
of 03 years in the case of Hard and NER stations shall not be
applicable to those employees who have been posted earlier with 02 years
tenure. The new tenure of 03 years shall be made operative for
employees transferred/ posted w.e.f. 2016-17.

+55+60

8

Physically
challenged employee.Further, if an employee has already secured a
request transfer in previous year(s) on the basis of these additional
points, the points shall not be given again in the same post.

+60

9

Woman employeeClarification :-Women employees eligible for points under serial No. 4,5 and 6 herein above shall not be eligible for this Transfer points

+6

Transfer Count

Total score of all the points

METHOD FOR REQUEST TRANSFER

Request
transfer for a post will be considered at a station only except for
request of intra-station transfer and shall be accommodated in
decreasing order of “Transfer Count” computed on the basis of clause 10
of competing employees. In case of a tie in the transfer count of two or
more employees competing for a location/station the female employee,
shall be preferred first. In case of tie in two or more employees of the
same gender an employee with an earlier date of joining in present post
in present station shall be accommodated and in case, if the date of
joining in present post in present station also coincides then the older
employee shall be first accommodated. Transfer counts of all request
transfer applications shall be displayed on KVS website and the transfer
count so displayed shall remain valid till 31st of July of
the relevant year and request transfer may be considered for vacancies
arising due to retirement or any other reason during the period of
validity for which no fresh application shall be invited or considered.
Applications shall automatically become infructuous after the expiry of
31st July.

Provided, a cut off mark C1 on transfer
count may be prescribed on year to year basis in such a way that an
employee whose transfer count is equal to Cl or more may be transferred
in one of the desired station(s) even by way of displacement of an
employee as per clause 5(c) in the event there is no clear vacancy at
the desired station(s). In such cases an employee having the highest
displacement count subject to not being below D1 shall be liable to be
displaced from within the choice station(s) in order of preference
indicated by the needy employee. If no employee holding the same post
and having a displacement count D1 or more is found in all the choice
station(s) going in order of preference indicated by an employee the
request of such a needy employee may not be acceded to.

Provided,
a lower cut off mark C2 on Transfer Count may be prescribed on year to
year basis below which the request shall not be accommodated in a
particular year. Request for transfer of an employee whose transfer
count is less than Cl but greater or equal to C2 shall be considered
subject to existence of a vacancy in the desired locations/ stations
preferably in KVs having more vacancies thereafter in KVs having less
vacancies.

Provided, more factors can be added/ deleted, points
allocated for different factors can be altered to remediate any
imbalance resulting in transfers, on year to year basis. Changes shall
be notified well in advance before inviting applications.

Provided
further, the request of an employee with a lower transfer count can be
accommodated in preference to employee(s) with higher transfer count if
the services of such an employee are essential for efficient functioning
of the organization or in view of such other circumstances faced by the
employee which justifies such out of turn consideration.

Provided
that employees with differently abled dependent children should be
given posting in ‘A’ & ‘B’ class cities in case they are not able to
get transfer to their choice stations indicated. Further in such cases,
percentage of disability should be as per DOPT norms.

An
employee shall be eligible for seeking a Mutual Transfer at his/ her
desired place, if, she/ he full-fills the following conditions :-

If, he/she has completed at least 01 year stay in the same post at the same station on the 30th June of the year in which transfer is being sought.

Benefit
of the Mutual Transfer shall only be allowed twice in the entire
Service Period with the condition that the same pair of employees cannot
seek the second time Mutual Transfer with each other.

The entry
for availing the opportunity of a Mutual transfer shall be made in the
service records of the employee. Mutual Transfer seeker employees shall
apply separately through proper channel after the completion of the
normal process of transfer every year & mutual transfer will be
ordered at the end of transfer calendar.

TRANSFER AGAINST NO TAKER VACANCY

KVS
will consider the request of employees for the transfer against a NO
TAKER vacancy after the completion of the normal transfer process. No
taker vacancy means a post which remains vacant after the completion of
annual transfer calendar. Transfer seeker employees will apply
separately through proper channel after the completion of the normal
process of transfer every year & No Taker vacancy transfer will be
considered at the end of transfer calendar.

An employee can apply either for a Mutual transfer or a transfer against a NO TAKER vacancy, not for the both.

If
a KVA employee wants to join his/ her spouse through the “No Taker
Vacancy” provision, such an employee will be given top priority. In case
Husband and Wife both get transferred in the same year, first one of
them gets transferred under the other provisions of the transfer
guidelines to a Hard/ Very Hard/ NER station and later on, the other one
joins his/ her already transferred spouse through “No Taker Vacancy”
provision, the period from 01st July till the date of issue
of the transfer order +25 days (25 days includes period of availed
joining time and other leaves, if any, taken together) will be counted
for the completion of tenure of the spouse getting transferred under “No
Taker Vacancy” at a later stage. This way the tenure of both the
spouses at a Hard/ Very Hard/ NER stations would be synchronized.

In
case of more than one claimant employee for the same post in a Kendriya
Vidyalaya (except employees covered under (iii) above, preference shall
be given to the employee who will be the Senior Most in terms of
service in KVS.

Once the transfer of an employee is
ordered by the KVS on the request of an employee during Annual Transfer
Process, the same shall not be considered for cancellation or
modification before elapsing ONE YEAR, except, for the administrative
reasons.

Yoga Teachers can apply for their request transfer to
any KV. Transfer of a Yoga Teacher shall be treated as transfer with
his/her post.

AUTHORITIES COMPETENT TO EFFECT TRANSFER

Article
15(a)(3) of Education Code for Kendriya Vidyalayas empowers
Commissioner, KVS to transfer, post and assign any duties to all
officers and staff at the headquarters and Regional Offices as well as
Vidyalayas, Therefore, Commissioner shall be competent to exercise all
powers under these guidelines to effect transfer and / or grant
exemption under various clauses and provisos; and/or do any other
exercise prescribed under various clauses and provisos. Commissioner may
delegate power to such authorities with such further limitations for
such period as deemed appropriate in view of prevailing circumstances
either by a general or specific order to such authorities. Power so
delegated is liable to be withdrawn by the Commissioner whose discretion
in this regard shall be final.

POWER OF RELAXATION OF GUIDELINES

Notwithstanding
anything contained in the guidelines, the Commissioner with the
approval from the Chairman, KVS, shall be the sole competent authority
to transfer any employee to any place in relaxation of any or all of the
above provisions.

INTERPRETATION OF GUIDELINES

Commissioner,
KVS shall be the sole competent authority to interpret above provisions
and pass such other order(s) as deemed appropriate and essential to
facilitate the implementation of the guidelines for the purpose of
effective control and administration of the KVS as a whole.

SAFEGUARD AGAINST EXTRANEOUS INFLUENCE

Employees
shall not bring in any outside influence. If such an influence from
whichever source espousing the cause of an employee is received it shall
be presumed that the same has been brought in by the employee. The
request of such an employee shall not be considered. Action may also be
initiated against such an employee under relevant service rules. Outside
influence shall include representations from even spouse and family
members/ relatives of KVS employees. Any representation/ request
regarding transfer not signed by the employee himself/ herself shall not
be considered and shall be summarily rejected.

CALENDAR OF ACTIVITIES OF ANNUAL TRANSFER

A
detailed calendar of activities of annual transfer will be prepared by
KVS to effect annual transfers pursuant to these guidelines. The
following time frame/ deadlines will be followed to complete the process
:-

Issuance of transfer orders by 31st July by KVS.

Modifications / Cancellations on administrative ground/ to remove anomalies in transfer orders already issued by 31st August by KVS.

Transfers with approval of Chairman, KVS by 30th September

Annual Transfer process will close from 1st

After 1st October transfer on Administrative Grounds by the Commissioner.

Transfer requests in exceptional circumstances against vacancies will be done with the approval of the Commissioner KVS after 01st October in cases of :-

DFP

MDG of employee self

Mid-Session transfer of a KVS employee against a vacancy on account of transfer of his/her spouse.

The
brief description of illness which will be considered as medical
grounds for the purpose of transfer, in terms of transfer guidelines is
as under. Medical terms referred herein will bear meaning as given in
the Butterworth’s Medical Dictionary.

Cancer

It
is the presence of uncontrolled growth and spread of malignant cells.
The definition of cancer includes leukemia, lymphomas and Hodgkins’
disease.Exclusions:
This excludes
non-invasive carcinoma(s) in-Situ, localized non-invasive tumour(s)
revealing early malignant changes and tumour(s) in presence of HIV
infection or AIDS; any skin cancer excepting malignant melanoma(s) are
also to be excluded.

Paralytic Stroke

(Cerebro-vascular
accidents) Death of a portion of the brain due to vascular causes such
as (s) Hemorrhage (cerebral), Thrombosis (cerebral), (c) Embolism
(cerebral) causing total permanent disability of two or more limbs
persisting for 3 months after the illness.Exclusions:

It
is the final renal failure stage due to chronic irreversible failure of
both the kidneys. It must be well documented. The teacher must produce
evidence of undergoing regular haemodialysis and other relevant
laboratory investigations and doctor certification.

Coronary artery Disease

Cases
involving surgery on the advice of a consultant cardiologist to correct
narrowing or blockage of one or more coronary arteries or valve
replacements/ reconstructions shall be considered MDG cases up to three
years from the date of actual open heart surgery and the eligible
employees shall be entitled for the points during this period.

Cases
involving non surgical techniques e.g. Angioplasty through the arterial
system. Such cases will be considered MDG Cases for a period of one
year from the date of procedure and the eligible employees shall be
entitled for points during this period.

THALASSAEMIA

It
is an inherited disorder and it is diagnosed on clinical and various
laboratory parameter. Patient with Thalassaemia, who is anemic and is
dependant upon regular blood transfusion for maintaining the haemoglobin
level. In addition he is on chelating agent and other supportive care.Inclusions :-

i)
Thalassaemia major :- History of blood transfusion/ replacement at less
than three months interval. It must be well supported by all medical
documents. The history should include the periodicity/duration of blood
transfusion/ replacement required by the patient/ Chelation therapy.

Exclusion:

Patient
may have Thalassaemia minor. His anemia may become severe because of
concurrent infection or stress. Anemia may become severe because of
nutritional deficiency or other associated factor.

Blood transfusion is not required and these patients do not require Chelation therapy.

PARKINSONS’ DISEASE
Slowly progressive degenerative disease of nervous system causing tremor, rigidity, slowness and disturbance of balance.
Must be confirmed by a neurologist.Inclusion :
Involuntary
tremulous motion with lessened muscular power, in parts not in action
and even when supported; with a propensity to bend the trunk forward and
to pass from a waling to a running pace, the senses and intellects
being uninjured.Exclusion :

Patients who are stable with the support of medicine.

Detection of Parkinsons’ disease within the duration of 5 years.

Requirement:
Date
of detection of the disease, hospitalization extent of involvement,
duration of treatment along with discharge summary should be furnished.
Mention should be made about the progressiveness of the disease, and
summary of inception of the patient must be confirmed by Neurologist.

MOTOR-NEURON DISEASE :

Slowly
progressive degeneration of motor neuron cells of brain and spinal cord
causing weakness, wasting and twitching in limbs and difficulty in
speaking and swallowing.

Must be confirmed by neurologist.Inclusions:
Irreversible/ progressive motor neuron disease with presence of
weakness wasting and fasciculation of limbs with/ without brisk tendon
jerks and extension painter response.Exclusion :
Weakness of muscle due to other causes like infections, neuropathy
traumation, idiopathic, motor-neuron disease involving less than 02
limbs and the muscle power is more than 3 grades.Requirement : It should be duly supported by MRI, EMG and nerve conduction test.

“Any
other disease with more than 50% mental disability duly examined by and
recommended by the respective Regional Medical Board with latest
records/ reports (within three months).

Subject:-“Anubhav”-showing outstanding work done during service Submission of details by the retiring employees regarding.

The
undersigned is directed to refer to this Department’s O.M. of
even number dated 04th January 2016 and 01st February 2016 on the
subject mentioned above and to state that the write-ups in respect of
the CSS/CSSS officers, as mentioned in Annexure-I, are yet to be
accepted/ published on the “Anubhav Portal”.

2. HoO and HoD of the
Ministries/Departments concerned are requested to kindly scrutinize the
pending write-ups for acceptance/publication at the earliest.

3. All Ministries/Departments are also requested to impress upon CSS/CSSS officers retiring within a period of six months to submit a
write-up providing details of their work that has contributed to the
efficiency, economy and effectiveness of Government functioning or/and
any innovation which led to improved work culture or any other
contribution considered significant. Link to Anubhav Portal is available
in the Home Page of this Department’s Website at
persmin.nic.in->DOP&T->Anubhav.

Subject:-“Anubhav”-showing outstanding work done during servlceSubmission of details by the retiring employees regarding.
The
undersigned is directed to refer to this Department’s O.M. of
even number dated 04th January 2016 and 01st February 2016 on the
subject mentioned above and to state that the write-ups in respect of
the CSS/CSSS officers, as mentioned in Annexure-I, are yet to be
accepted/ published on the “Anubhav Portal”.
2. HoO and HoD of the
Ministries/Departments concerned are requested to kindly scrutinize the
pending write-ups for acceptance/publication at the earliest.
3. All Ministries/Departments are also requested to impress upon
CSS/CSSS officers retiring within a period of six months to submit a
write-up providing details of their work that has contributed to the
efficiency, economy and effectiveness of Government functioning or/and
any innovation which led to improved work culture or any other
contribution considered significant. Link to Anubhav Portal is available
in the Home Page of this Department’s Website at
persmin.nic.in->DOP&T->Anubhav.
( Raju Saraswat)
Under secretary to the Government oflndia
TO
Joint Secretary (Admn)
All Ministries/Departments.
- See more at:
http://www.centralgovernmentorders.com/anubhav-showing-outstanding-work-done-service-submission-details-retiring-employees-regarding/#sthash.7mSPghGQ.dpuf

NEW DELHI: The income
tax department has come out with a standard Form 12BB for salaried
taxpayers to claim tax deduction on leave travel allowance concession
(LTALTC), house rent allowance (HRA) and interest paid on home loans.

Taxpayers will have to furnish to their
employers proof of travel in Form 12BB for claiming LTALTC benefits. In
case of HRA, the Central Board of Direct Taxes (CBDT) requires employees
to furnish details like name, address and PAN number of the landlord if
the aggregate rent paid exceeds Rs 1 lakh a year.

For claiming deduction of interest on
home loan, the name, address and PAN of the lender will have to be
furnished. Evidence of investment or expenditure will have to be
provided for claiming tax deduction under Chapter VI-A.

Chapter VI-A pertains to allowable
deductions under Section 80C, Section 80CCC, Section 80CCD as well as
other sections like 80E, 80G and 80TTA.

The CBDT, in the same order, also
extended the time limit for depositing tax deducted at source (TDS) on
transfer of immovable property from 7 to 30 days. Also, the due date for
filing quarterly TDS returns in Form 24Q, 26Q and 27Q was extended by
15 days.

The amended rules will be applicable
from June 1, 2016, the CBDT said. Under section 80C, a deduction of Rs
1.5 lakh can be claimed from total taxable income if invested spent in
employee’s share of PF contribution, life insurance, etc.

In pursuance of DoP&T’s O.M. No. 9/2/2003-CS-ll dated 20th April, 2005, it was decided to abolish 85% of the posts falling vacant on or after 03-10-2003 meant for direct recruitment quota in the grade of JSA (erstwhile LDC) of CSCS. The said decision was taken by the Cabinet after considering the recommendations of the report of First Cadre Restructuring of CSS.

2. However, it is observed that though a number of the cadre units have achieved the target of abolition of 85% of the posts falling vacant on or after 03-10-2003 meant for direct recruitment in the grade of JSA(erstwhile LDC) of CSCS every year. Some cadre units as shown in Annexure still have to achieve the target.

3. The Ministries/Departments shown in the Annexure are requested to take necessary action to abolish the remaining posts immediately and furnish a compliance report to DoP&T by 13th May, 2016 along-with a copy of the Office Order of the number of posts abolished. The deadline may please be strictly adhered to.